Employee Information

Forms, Notices, and Resources

What is the Families First Coronavirus Response Act (FFCRA)?

What is the Emergency Paid Sick Leave Act (EPSL)?

Who is eligible for EPSL?

Is a shelter in place order the same as a quarantine or isolation order for EPSL?

How many hours of emergency paid sick leave can be taken?

How do I count hours worked by a part-time employee for purposes of emergency paid sick leave or expanded family and medical leave?

Is the emergency paid sick leave paid at the regular rate of pay?

Can emergency paid sick leave be taken intermittently?

Does emergency paid sick leave carry over to next year?

Can emergency paid sick leave be used for absences before April 1, 2020?

Do employees need to use other forms of leave first?

What is the Emergency Family and Medical Leave Expansion Act (EFMLA)?

Who is eligible for EFMLA?

How many weeks of leave does EFMLA cover?

May I take emergency paid sick leave or expanded family and medical leave to care for my child who is 18 years old or older?

Is EFMLA leave paid or unpaid?

Can employees use Emergency Paid Sick Leave to cover the first 10 days of unpaid EFMLA leave?

If an employee chooses to take accrued sick leave during the first ten days of EFMLA, will they be required to submit medical documentation that they were sick?

Can employees use Emergency Paid Sick Leave to cover the first 10 days of unpaid leave?

Is EFMLA leave paid at the employee’s regular rate of pay?

Can employees combine EFMLA paid leave with other types of leave?

Are employees required to take other types of leave before taking EFMLA?

Can EFMLA be taken intermittently?

Does EFMLA carry-over to next year?

Can EFMLA be used for absences before April 1, 2020?

Does EFMLA protect my job?

Are the 12 workweeks of leave provided under the EFMLA included in the 12 workweeks of leave provided under the FMLA?

How is 30 calendar days calculated for purposes of determining eligibility for EFMLA?

Am I eligible for EFMLA if I elect not to send my children to daycare or summer camp?

What documentation is required by an employee to substantiate the qualifying reason for leave under the FFCRA?

May I take paid sick leave or expanded family and medical leave to care for my children because their school is closed for summer vacation?

Is an employee eligible for Texas Unemployment Compensation Benefits and paid leave benefits under the Families First Coronavirus Response Act simultaneously?

For the purpose of determining FFCRA eligibility, was Blinn College considered closed for business?

What does it mean to be unable to work, including remotely, for COVID-19 related reasons?

If I am or become unable to work remotely, am I entitled to emergency paid sick leave or expanded family and medical leave?

Is Blinn College a covered employer under the Families First Coronavirus Response Act (FFCRA)?

Is Blinn College required to post a notice of the Families First Coronavirus Response Act (FFCRA)?

Does Family and Medical Leave Act (FMLA) leave apply to absences due to confirmed cases of coronavirus?


Answers

Returning to Campus

What is the plan for employees to return to campus during Summer 2020?

Blinn plans to resume in-person campus operations in three distinct phases this summer. In each phase, the College will work with local health officials to monitor and ensure that the risk of contagion is managed effectively before proceeding to the next phase. In advance of Phase 1, select Blinn personnel have returned to campus in anticipation of the safe return of College employees.

  • Phase 1 (began Monday, June 15th): Phase 1 will focus on the return of select key personnel needed to initiate essential functions related to resuming in-person work. In this initial phase, Blinn personnel will be allowed to return to on-site work, either because they can most effectively do their jobs on-site or because their presence is required on-site for management purposes. During this phase, all in-person campus services also will continue to be offered remotely. Employees selected to return to on-campus operations during this phase will be notified no later than Monday, June 1st.
  • Phase 2 (tentatively scheduled to begin Monday, August 3rd): Pending the successful implementation of Phase 1, Blinn will return additional employees to on-site work at a level not to exceed half of full-time employees in a given area. Employees selected to return to on-campus operations during this phase will be notified no later than Monday, July 20th.
  • Phase 3 (tentatively scheduled to begin Monday, August 17th): Pending the successful implementation of Phase 2, Blinn anticipates returning additional employees to campus operations during this phase. Employees selected to return to on-campus operations during this phase will be notified no later than Monday, August 3rd.

Supervisors will recommend the positions to be included in each phase based upon the College’s business needs. Once identified, supervisors will submit these positions and the names of individuals who can fill those roles on campus to their vice chancellor and the Human Resources Department. Positions will be prioritized based solely upon the business needs of the College.


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Can I return to work on campus sooner than my manager has asked me to return?

No. Employees may not return to campus unless they have been authorized to do so by their supervisor.


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Should I wear a face mask or covering on campus?

Blinn requires all individuals on campus - including employees, students, visitors, and contractors - to wear face masks or face coverings when in the presence of others. Please note that face masks are not a substitute for proper social distancing.
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Can a student or employee request an exemption from the requirement to wear a face covering?

Yes. Some individuals may not be able to wear a face covering due to a pre-existing medical condition or other disability. Students should contact the Office of Disability Services to request an exemption. Employees should contact the Human Resources Department.


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Do I need to wear a face covering in my office?

Individuals who have private offices are not required to wear a face covering when alone. However, when other individuals join you, all individuals are to wear a face covering.
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Are face coverings required in work areas that are separated by cubicle walls or partitions?

Face coverings must be worn in any public area, even if you are in your own workspace. However, a workspace is not in a public area when it allows for reliably maintaining a physical distance of six feet from others and includes a physical barrier between other workspaces. In these areas, a face covering is highly recommended but not required. 
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Will employees be required to wear masks in the workplace? Do I have to wear one if I do not want to?

Blinn will require employees and students to wear face masks or face coverings when in the presence of others. Please note that face masks are not a substitute for proper social distancing. 
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Will Blinn provide face masks for employees?

Blinn will provide one washable, re-usable face mask for each employee returning to work. Individuals on the Brenham Campus should contact Diane Zaborowski and individuals on the Bryan or RELLIS campuses or the Central Administrative Services Building should contact Debora Kleiber.
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How will we determine employees’ work schedules during each phase?

Supervisors, with approval from Human Resources, will have the flexibility in each phase to develop schedules that meet the College’s business needs while limiting the personnel on campus. These can include:

  • Remote Work: Those who can work remotely to fulfill all or some of their work responsibilities may continue to do so to reduce the number of individuals on campus and the potential spread of the COVID-19 virus. These arrangements, which must be pre-approved by the employee’s immediate supervisor, can be conducted on a full or partial daily or weekly schedule as appropriate. All employees who continue to work remotely will continue to work their full number of assigned hours.
  • Alternating Days: To limit the number of individuals and interactions among those on campus, departments are encouraged to develop plans that schedule partial staffing on alternating days. Such schedules will help enable social distancing, especially in areas with large common workspaces.
  • Staggered Reporting/Departing: Staggered reporting and departure times can reduce traffic in common areas and help to meet social distancing requirements.

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Will employees be required to undergo health screenings before returning to campus?

All employees will be required to complete a self-certification prior to returning to campus and each week thereafter. For more information, please see the Back With Blinn self-certification FAQ.


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Employee Health and Safety and Faculty Information

What accommodations will Blinn make for employees with health concerns?

In the earliest phases of Blinn’s return to campus operations, no employee will be required to work on site if they have valid health concerns. The College anticipates a variety of situations in which employees may request that they continue to work remotely, and the examples below illustrate the most common situations without representing a complete list. All employee accommodation requests should be referred to Human Resources for the appropriate forms.
  • Example 1: If any employees 65 years of age or older are notified to return to work and they request to work remotely due to elevated risk from COVID-19 exposure, the College may approve the temporary workplace modification, according to CDC guidance.
  • Example 2: If employees inform their Human Resources liaison that they have a disability that puts them at greater risk of severe illness if they contract COVID-19 and they request to work remotely, the College may provide accommodation if it will not pose an undue hardship on the institution. The College may require verification that this accommodation request is necessary.
  • Example 3: If employees inform their Human Resources liaison that they have a valid health condition that places them at greater risk of severe illness if they contract COVID-19 and they request to work remotely, the College may approve the temporary workplace modification if it will not impose an undue hardship on the institution. The College may require verification that this accommodation request is necessary.
  • Example 4: If employees who are notified to return to work on campus inform their Human Resources liaison that they are unable to do so because their child’s school is closed or childcare is unavailable due to COVID-19, the College may allow the employee to continue to work remotely. If employees are unable to work their full schedule, they may request leave.

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What if an employee tests positive for COVID-19?

Faculty and staff who test positive for COVID-19 will be required to work remotely or take sick leave or other appropriate leave in accordance with Blinn policies and regulations. These individuals will place themselves in self-isolation as determined by local health officials at the time of testing, returning to Blinn only after testing negative and being cleared to return by their health care provider or in accordance with the most recent local public health and medical guidance.
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What if an employee experiences symptoms of COVID-19?

Anyone showing the following symptoms should not report to campus and should contact their supervisor immediately to make alternate working arrangements:
  • Cough
  • Shortness of breath or difficulty breathing
  • Chills
  • Repeated shaking with chills
  • Muscle pain
  • Sore throat
  • Loss of taste or smell
  • Diarrhea
  • Feeling feverish or a measured temperature greater than or equal to 100 degrees Fahrenheit
When the College returns to campus operations, employees and students will notice a variety of changes designed to create a safe and healthy environment. Employees should practice social distancing, follow advanced cleaning protocols, and wear face coverings as has been outlined in the Blinn Announcement dated 5/19/20.

The COVID-19 pandemic continues to be a very fluid situation. In these unprecedented times, you may have many questions. As public health information concerning COVID-19 evolves, it is likely we will need to adjust our guidance in accordance with local health officials and CDC guidelines.
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What options are available if employees want to self-monitor or self-isolate due to risk factors?

Employees who belong to categories considered to be at higher-risk of getting sick from COVID-19 should consult with Human Resources about requesting an accommodation. Otherwise, employees may take other paid leaves as applicable to their position and situation. 
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An employee has a child whose school or day care is closed due to COVID-19, and they have no other childcare arrangements. What options are available?

Employees should consult with Human Resources about requesting an accommodation due to COVID-19 reasons.
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I have a student in my class who is hearing impaired. Should I wear a face covering?

Face coverings can hinder students with hearing impairments in the classroom. Faculty should work with Disability Services to determine reasonable accommodations (wearing a face shield or transparent face covering). Sign language interpreters will be required to wear a face covering (transparent face shield or covering) while on campus.
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How can faculty provide closed captioning for remote learning?

Zoom and other online modalities provide closed captioning options. In the settings, you can turn on captioning. To learn more, faculty can access the Zoom and Teams training in the LinkedIn Learning section of myBLINN.
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How will interpreting services be provided for remote learning?

Our interpreting services vendor will be providing services to students utilizing Zoom. Please contact the Office of Disability Services to add our vendor to your course. Interpreters will primarily provide services remotely. 
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What is the process for submitting exams to the Office of Disability Services??

To prevent spread and limit contact, all exams must be submitted through your Blinn email address. The Office of Disability Services will print all paper exams in our office to provide to students. Exams will be returned through email and the physical copy will be shredded. ODS highly recommends providing online exams only for students to complete remotely. Faculty can place their exams online using eCampus and Honorlock. ODS staff will have access to sharing screens to provide accommodations for online exams.
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I am experiencing a crisis or have a student in crisis, what should I do?

Our priority is the safety of students. Please call or email our office in advance to request a virtual appointment. The Counseling Office will have limited in-person availability. If you believe a student is in immediate danger, please call 911 or campus police. 
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Information for Supervisors

Can a supervisor request documentation, including medical certification, if an employee who has been asked to return to their worksite is uncomfortable doing so?

No. Employees should be referred to Human Resources if they have concerns about returning to work. Medical documentation may only be requested by or shared with Human Resources.
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How should supervisors address employee health concerns?

Supervisors should direct all employees with health questions or concerns to the Human Resources Department for assistance. 
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If an employee is coughing or displaying other symptoms, can a supervisor require them to go home?

If an employee is ill, coughing, or displaying other symptoms, the employee should be sent home to minimize exposure to others. The employee should utilize paid leaves as applicable to their position and situation. 
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If an employee is coughing or displaying other symptoms, can a supervisor require them to go the doctor?

No. Managers should encourage employees to seek medical advice but they cannot require an employee to go to the doctor. They can require the employee to be asymptomatic before returning to work.
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Families First Coronavirus Response Act (FFCRA), Emergency Paid Sick Leave (EPSL), Emergency Family and Medical Leave Expansion Act (EFMLA), and Family and Medical Leave Act (FMLA)

What is the Families First Coronavirus Response Act (FFCRA)?

The Families First Coronavirus Response Act (FFCRA) requires certain employers, including Blinn College, to provide two forms of paid leave to assist employees impacted by COVID-19: Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave (EFMLA).

FFCRA leave, including EPSL and EFMLA, is accessible when the employee is unable to perform the assigned duties due to certain, specified COVID-19-related reasons.

At Blinn College, employees will submit their requests for EPSL and/or EFMLA using the EPSL Request Form and/or EFLMA Request Form. These forms will be used to document all necessary information as required by FFCRA.
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What is the Emergency Paid Sick Leave Act (EPSL)?

EPSL provides up to 80 hours of paid sick leave for employees who are unable to work (onsite or remotely) and who meet one of six qualifying reasons related to COVID-19.
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Who is eligible for EPSL?

All employees, including employees who do not currently earn leave, are eligible from their first day of employment. EPSL is provided if an employee is unable to work onsite or remotely for one or more the following reasons:

  1. The employee is subject to a Federal, State, or local quarantine or isolation order related to COVID–19.
  2. The employee has been advised by a health care provider to self-quarantine due to concerns related to COVID–19. A self-imposed quarantine without medical advice does not qualify.
  3. The employee is experiencing symptoms of COVID–19 and is seeking a medical diagnosis.
  4. The employee is caring for an individual (not specifically limited to family members) subject to or advised to quarantine or self-isolate.
  5. The employee is caring for the employee’s child whose school or place of care is closed, or whose child care provider is unavailable, due to COVID-19 precautions
  6. The employee is experiencing any other substantially similar condition specified by the Secretary of Health and Human Services in consultation with the Secretary of the Treasury and the Secretary of the State.

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Is a shelter in place order the same as a quarantine or isolation order for EPSL?

In accordance with recent Department of Labor (DOL) guidance, for purposes of the FFCRA and EPSL, a federal, state or local quarantine or isolation order includes stay-at-home or shelter-in-place orders issued by any federal, state, or local government authority. Previously, it was a qualifying reason only if health care provider or a federal, state, and/or local government entity issued a quarantine or isolation order to an individual. Texas Governor Greg Abbott’s Executive Order GA-14 dated March 31, 2020, would qualify as a quarantine or isolation order under the FFCRA.
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How many hours of emergency paid sick leave can be taken?

Full-time employees (those who regularly are scheduled to work 40 hours per week) are entitled to 80 hours of emergency paid sick leave. Part-time employees are entitled to paid leave for the number of hours equal to the number of hours that such employee works, on average, over a two-week period.
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How do I count hours worked by a part-time employee for purposes of emergency paid sick leave or expanded family and medical leave?

A part-time employee is entitled to leave for his or her average number of work hours in a two-week period. Therefore, you calculate hours of leave based on the number of hours the employee normally is scheduled to work. If the normal hours scheduled are unknown, or if the part-time employee’s schedule varies, you may use a six-month average to calculate the average daily hours. Such a part-time employee may take emergency paid sick leave for this number of hours per day for up to a two-week period, and may take expanded family and medical leave for the same number of hours per day up to ten weeks after that.

If this calculation cannot be made because the employee has not been employed for at least six months, use the number of hours that you and your employee agreed that the employee would work upon hiring. And if there is no such agreement, you may calculate the appropriate number of hours of leave based on the average hours per day the employee was scheduled to work over the entire term of his or her employment.
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Is the emergency paid sick leave paid at the regular rate of pay?

Employees will be paid at their regular rate of pay based on the number of hours the employee would otherwise be normally scheduled to work. 
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Can emergency paid sick leave be taken intermittently?

Yes, leave under the Emergency Paid Sick Leave Act can be taken on an intermittent basis. If an employee is unable to work their normal schedule of hours due to one of the qualifying reasons, they may take emergency sick leave in less than full-day increments.

Example: John Doe regularly works eight hours per day, but he is only be able to telework for five hours per day due to one of the qualifying reasons. John Doe would then be paid his regular salary for the five hours he teleworked and paid three hours of emergency paid sick leave.
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Does emergency paid sick leave carry over to next year?

The FFCRA’s paid leave provisions are effective on April 1, 2020, and only apply to leave taken between April 1, 2020, and December 31, 2020. Paid leave provided under the FFCRA does not carry over from year to year.
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Can emergency paid sick leave be used for absences before April 1, 2020?

No. Emergency Paid Sick Leave cannot be used for absences prior to April 1, 2020.
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Do employees need to use other forms of leave first?

No. Employees do not have to use other paid leaves before they use paid leave under the FFCRA. The employee may, however, choose to use other paid leave available prior to or instead of the leave provided under the FFCRA.
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What is the Emergency Family and Medical Leave Expansion Act (EFMLA)?

EFMLA expands the federal Family and Medical Leave Act to provide leave for employees who are unable to work, including those who are not able to work remotely, as a result of having to care for a minor child due to a COVID- 19 related closure of a school or childcare center.
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Who is eligible for EFMLA?

Employees are eligible to take leave under EFMLA if they have been employed at least 30 calendar days. This includes employees in non-leave accruing positions. Unlike the other provisions of the Family Medical Leave Act (FMLA), there are no hours worked requirements for eligibility, and employees are not required to work the normal 12-month period for leave taken pursuant to the EFMLA.
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How many weeks of leave does EFMLA cover?

The EFMLA amends and expands the federal Family and Medical Leave Act (FMLA), on a temporary basis, to provide qualifying employees 12 weeks of leave (only weeks 3-12 are paid) if the employee is unable to work, including working remotely, due to the need to care for the employee’s child (under 18 years of age) if the child’s school or place of care is closed or the child care provider is unavailable due to a public health emergency. A public health emergency is “an emergency with respect to COVID-19 declared by a Federal, State, or local authority.”
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May I take emergency paid sick leave or expanded family and medical leave to care for my child who is 18 years old or older?

It depends. Under the FFCRA, emergency paid sick leave and expanded family and medical leave include leave to care for one (or more) of your children when his or her school or place of care is closed or child care provider is unavailable due to COVID-19 related reasons. This leave may only be taken to care for your non-disabled child if he or she is under the age of 18. If your child is 18 years of age or older with a disability and cannot care for him or herself due to that disability, you may take emergency paid sick leave and expanded family and medical leave to care for him or her if his or her school or place of care is closed or his or her child care provider is unavailable, due to COVID-19 related reasons, and you are unable to work or telework as a result.

In addition, emergency paid sick leave is available to care for an individual who is subject to a federal, state, or local quarantine or isolation order related to COVID-19 or has been advised by a health care provider to self-quarantine due to concerns related to COVID-19. If you have a need to care for your child age 18 or older who needs care for these circumstances, you may take emergency paid sick leave if you are unable to work or telework as a result of providing care. However, in no event may your total emergency paid sick leave exceed two weeks.
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Is EFMLA leave paid or unpaid?

The first 10 workdays of EFMLA may be unpaid, although an employee may choose to substitute accrued vacation or sick leave during this time or utilize their two weeks (up to 80 hours) of emergency paid sick leave under the FFCRA. After the first 10 workdays, paid leave will be provided for the remaining leave taken under the EFMLA. This includes leave taken by employees who do not currently earn leave.

The EFMLA requires employees to be paid based on the hours they would have been normally scheduled to work.
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Can employees use Emergency Paid Sick Leave to cover the first 10 days of unpaid EFMLA leave?

Yes. Depending on the reason for emergency paid sick leave, this leave may:

Stand alone; or run concurrently with the first two weeks of expanded family and medical leave, which may otherwise be unpaid, then those two weeks do count towards the 12 workweeks of FMLA in the 12-month period; or run concurrently with regular family and medical leave, which may otherwise be unpaid, then those two weeks do count towards the 12 workweeks of FMLA in the 12-month period.
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If an employee chooses to take accrued sick leave during the first ten days of EFMLA, will they be required to submit medical documentation that they were sick?

For purposes of FFCRA, an employee who requests accrued sick leave for any and all of the first 10 days of EFMLA coverage is not required to submit medical documentation that they or a member of their family were sick. 
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Can employees use Emergency Paid Sick Leave to cover the first 10 days of unpaid leave?

Yes. Employees are able to use leave provided through the Emergency Paid Sick Leave Act (EPSL) and Emergency Family and Medical Leave Expansion Act (EFMLA) concurrently. 
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Is EFMLA leave paid at the employee’s regular rate of pay?

Employees will be paid at their regular rate of pay based on the number of hours the employee would otherwise be normally scheduled to work. 
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Can employees combine EFMLA paid leave with other types of leave?

Yes. Employees can use any accrued leave to augment leave taken under EFMLA.
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Are employees required to take other types of leave before taking EFMLA?

No. Employees are not required to take other leave prior to taking EFMLA leave. Employees may also choose to use other types of leave available prior to taking Emergency Paid Sick leave or EFMLA leave. 
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Can EFMLA be taken intermittently?

Yes, leave under the EFMLA can be taken on an intermittent basis.
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Does EFMLA carry-over to next year?

The FFCRA’s paid leave provisions are effective on April 1, 2020, and only apply to leave taken between April 1, 2020, and December 31, 2020. Paid leave provided under the FFCRA does not carry over from year to year.
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Can EFMLA be used for absences before April 1, 2020?

No. EFMLA cannot be used for absences prior to April 1, 2020.
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Does EFMLA protect my job?

EFMLA provides the same job protections as FMLA.
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Are the 12 workweeks of leave provided under the EFMLA included in the 12 workweeks of leave provided under the FMLA?

Yes. Employees are limited to a combined total of twelve weeks of leave taken under the EFMLA and FMLA. If an employee has already taken 12 workweeks of FMLA leave during the applicable 12-month period, they may not take additional leave under the EFMLA.
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How is 30 calendar days calculated for purposes of determining eligibility for EFMLA?

An employee is considered to have been employed for 30 calendar days if the employee has been on payroll for the 30 calendar days immediately prior to the day the leave would begin.
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Am I eligible for EFMLA if I elect not to send my children to daycare or summer camp?

No. In order to qualify for EFMLA leave, the employee’s child care provider must be unavailable due to COVID-19. An employee who chooses not to avail themselves of available child care will not be entitled to EFMLA leave under the FFCRA.
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What documentation is required by an employee to substantiate the qualifying reason for leave under the FFCRA?

Employees should complete the Emergency Paid Sick Leave Request Form and/or the Emergency Family and Medical Leave Request Form. In addition, the usual FMLA medical certification requirements continue to apply for reasons such as the employee’s own serious health condition or caring for a family member with a serious health condition.
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May I take paid sick leave or expanded family and medical leave to care for my children because their school is closed for summer vacation?

No. Paid emergency sick leave and emergency family and medical leave are not available for this qualifying reason if the school or childcare provider is closed for summer vacation, or any other reason that is not related to COVID-19. However, the employee may be able to take leave if his or her child’s care provider during the summer—a camp or other programs in which the employee’s child is enrolled—is closed or unavailable for a COVID-19 related reason. 
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Is an employee eligible for Texas Unemployment Compensation Benefits and paid leave benefits under the Families First Coronavirus Response Act simultaneously?

No. Employees who have received or are in the process of receiving unemployment compensation benefits may not use FFCRA leave to be paid for the same work hours.
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For the purpose of determining FFCRA eligibility, was Blinn College considered closed for business?

No. Although Governor Abbott’s Executive Order called for Texas residents to “shelter in place,” Blinn College remained open to faculty, staff, and students with a limited number of employees continuing to work on-site to support essential functions while other employees continued to work remotely.

According to Department of Labor guidance, for the purposes of the FFCRA, a federal, state, or local quarantine or isolation order includes stay-at-home or shelter-in-place orders issued by any federal, state, or local government authority. However, for such an order to qualify an employee for leave, being subject to the order must be the reason they are unable to perform their job on-site or remotely.
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What does it mean to be unable to work, including remotely, for COVID-19 related reasons?

You are unable to work if one of the COVID-19 qualifying reasons set forth in the FFCRA prevents you from being able to perform your usual work, either under normal circumstances at your normal worksite or remotely.
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If I am or become unable to work remotely, am I entitled to emergency paid sick leave or expanded family and medical leave?

If you are permitted to perform certain tasks or work a certain number of hours from home or at a location other than your normal workplace—and you are unable to perform those tasks or work the required hours because of one of the qualifying reasons for emergency paid sick leave, then you are entitled to take emergency paid sick leave.

Similarly, if you are unable to perform those tasks because you need to care for your child whose school or place of care is closed, or childcare provider is unavailable because of COVID-19 related reasons, then you are entitled to take expanded family and medical leave. Of course, to the extent you are able to work remotely while caring for your child, emergency paid sick leave and expanded family and medical leave is not available.
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Is Blinn College a covered employer under the Families First Coronavirus Response Act (FFCRA)?

Yes. According guidance from the Department of Labor, Blinn College is a covered employer under the Act, regardless of the number of employees they employ because they are a public agency. 
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Is Blinn College required to post a notice of the Families First Coronavirus Response Act (FFCRA)?

Yes. According to Department of Labor guidance, covered employers must post a notice of the Families First Coronavirus Response Act (FFCRA) requirements in a conspicuous place on its premises. An employer may satisfy this requirement by emailing or direct mailing this notice to employees, or posting this notice on an employee information internal or external website. 

Department of Labor FFCRA Workplace Notice 

Additional FAQs for the Families First Coronavirus Response Act can be found on the U.S. Department of Labor website. 


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Does Family and Medical Leave Act (FMLA) leave apply to absences due to confirmed cases of coronavirus?

Yes, coronavirus qualifies as a "serious health condition" under FMLA, allowing an eligible employee to take FMLA leave if either the employee or an immediate family member contracts the disease.
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